Asserts that Spearman's g is a real phenomenon with great impact on economic and social life. Discusses key areas of personnel selection, vocational counseling, education, labor market functioning, and equal employment opportunity. (Author/ABB)

Reports a survey to determine practices among metalworking firms in Minnesota covering such topics as whether or not the company had a formal or informal job posting system, the actual mechanics of the system, union influence on its design, feedback to unsuccessful job bidders, and current employee acceptance of the system. Recommendations are…

This book is designed to be a comprehensive, step-by-step guide through the maze of the hiring process, showing readers how to be successful job seekers and get a job they love. Chapter 1 assists in determining if readers want a career change and helps them discover what career or range of careers would allow them to satisfy personal career needs.…

As the baby-boom generation ages, fewer new workers will be available to fill jobs in U.S. companies. Many of the young workers who are available lack basic skills. Although the educational system must be reformed to remedy this problem, that will take time. Meanwhile, employers need other ways to maintain staffing and productivity. They could go…

This publication identifies and discusses crucial issues related to the role of credentialling and certification procedures in the functioning of educational systems. Part 1 analyzes in detail selection and credentialling practices as they affect the functions and objectives of the various levels of formal education systems. Part 2 focuses on the…

The effect of nonstandard language usage (specifically Black speech styles and rural accents) on employment opportunities was explored through recorded interviews with White employers. Statistical regressions indicated that speech style and ethnicity had significant impacts on various employment ratings. (MF)

Preparing creative company literature can aid students with career decisions and enhance returns on recruiting dollars. Describes a brochure by Atlantic Richfield which includes a career planning workbook to help students and placement officials analyze individual strengths. The brochure has been received well by students. (Author/JAC)

Specific tactics for blunting affirmative action in the university are organized in five categories: obliterate or contain responsibility, delay responsibility, develop and operate recruitment efforts designed to fail, recruit minorities and women so they will subsequently fail, and delegitimize applicants. (Author)

Advertisements (N=50) for school social workers were selected which appeared in the National Association of Social Workers Illinois Bulletin between the years 1973 and 1975. Contents of the advertisements are broken down into nine categories for analysis. (Author)

Describes employers' increased level of interest in campus recruitment. Looks at who's hiring, the positions they are trying to fill, and how much they are willing to pay. Outlines ways to approach small employers, and provides information on what employers want in a new employee (e.g., excellent communication skills). (RJM)

Outlines employers' perceptions of career service offices (employers are typically unaware of the wide array of services available). Examines the knowledge gaps that have contributed to this misperception and presents some of the many services, such as pre-recruiting functions and faculty/department liaisons, provided by career services offices.…

Analyzes the training and future job placement of young specialists in the Russian labor market who have graduated from institutions of higher learning in the Ul'ianovsk Oblast (Russia) focusing on the minimum hiring requirements, characteristics of graduates that employers prefer to employ, and graduates self-assessments for their future…

Employment barriers posed by job application blanks for disadvantaged (minority group, undereducated, or nonreading) applicants are discussed, and recommendations are made for changing both the intent and the content of application forms in order to make them less discriminatory. (LH)